THE EFFECT OF MOTIVATION ON EMPLOYEES' PERFORMANCE IN UNIVERSITY OF BENIN
ABSTRACT
This study examined the effect of motivation on employees' performance in university of Benin. The study specifically aimed at ascertaining: whether there is any significant relationship between reward, job promotion, training and development and employees compensation on employees' performance. The population of the study comprises of banks employees in University of Benin, Benin City, Edo State, Nigeria. One hundred copies of the questionnaires were distributed to bank staff across various bank in University of Benin, Ugbowo Campus based on convenient sampling technique.  Of this number, 90 copies of the questionnaire were completed. This represents a combined response rate of 90 per cent. Data obtained were coded and analysed using means, standard deviation, frequency distributions and regressions.
The findings of the study reveal that job promotion, rewards, training and development and employees compensation positively affect organizational performance in Nigeria but only reward was found to be statistically significant. An increase in the reward of employees will increase their productivity which will in the long run affect organizational performance.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1    Background to the Study    -    -    -    -    -    -    -    
1.2    Statement of the Research Problem    -    -    -    -    -    
1.3    Research Questions    -    -    -    -    -    -    -    
1.4    Objectives of the Study    -    -    -    -    -    -    -    
1.5    Research Hypotheses    -    -    -    -    -    -    -    
1.6    Scope of the Study    -    -    -    -    -    -    -    
1.7    Significance of the Study    -    -    -    -    -    -    -    
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction    -    -    -    -    -    -    -    -    
2.2 Conceptual Reviews    -    -    -    -    -    -    -    
2.2.1    Employees Motivation    -    -    -    -    -    -    
2.2.2    Antecedents of Motivation    -    -    -    -    -    -    
2.4 Theoretical Framework    -    -    -    -    -    -    -    
CHAPTER THREE :METHODOLOGY
3.1    Introduction    -    -    -    -    -    -    -    -    
3.2     Research Design    -    -    -    -    -    -    -    
3.3    The Population of the Study    -    -    -    -    -    -    
3.4    The Study Sample    -    -    -    -    -    -    -    
3.5    Model Specification    -    -    -    -    -    -    -    
3.6    Sources of Data    -    -    -    -    -    -    -    
3.7    Data Collection Instrument and Validation    -    -    -    -    
3.8    Method of Data Analysis    -    -    -    -    -    -    
3.9    Limitations of the Methodology    -    -    -    -    -    
CHAPTER FOUR: DATA ANALYSIS AND PRESENTATION
4.1    Introduction    -    -    -    -    -    -    -    -    
4.2    Presentation of Data    -    -    -    -    -    -    -    
4.3     Respondents’ Profile    -    -    -    -    -    -    -    
4.4    Response on Research Objectives    -    -    -    -    -    
4.4.1     Response Data on Motivation-Related Performance    -    -    -    
4.4.2     Response Data on Rewards    -    -    -    -    -    -    
4.4.3     Response Data on Job Promotion    -    -    -    -    -    
4.4.4 Response Data Training and Development    -    -    -    -    
4.4.5 Response Data on Employee Compensation    -    -    -    -    
4.5    Response on Research Hypotheses    -    -    -    -    -    
4.5.1    Response Data on Correlation Analysis    -    -    -    -    
4.5.2    Response Data on Regression Analysis    -    -    -    -    
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Introduction    -    -    -    -    -    -    -    -    
5.2 Summary    -    -    -    -    -    -    -    -    -    
5.3 Conclusion    -    -    -    -    -    -    -    -    
5.4 Recommendation    -    -    -    -    -    -    -    -    
BIBLIOGRAPHY    -    -    -    -    -    -    -    -    
APPENDIX I    -    -    -    -    -    -    -    -    -    
APPENDIX II    -    -    -    -    -    -    -    -    
LIST OF TABLE
Table 4.1: Questionnaire Analysis    -    -    -    -    -    -    
Table 4.2    -    -    -    -    -    -    -    -    -    
Table 4.3 Motivation-Related Performance    -    -    -    -    -    
Table 4.5: Rewards    -    -    -    -    -    -    -    -    
Table 4.5: Job Promotion    -    -    -    -    -    -    -    
Table 4.6: Training and Development    -    -    -    -    -    
Table 4.5: Employee Compensation    -    -    -    -    -    -    
Table 4.7: ANOVA of motivation related performance    -    -    -    
Table 4.12: shows OLS Estimation of motivation on employees’ performance. This is discussed below    -    -    -    -    -    -    -    -    
CHAPTER ONE
INTRODUCTION
1.8    Background to the Study
Since the last 15 years, the telecommunication and mobile industry has become one of the fastest growing industry and has emerged as one the most vital markets in Bangladesh. In this age of global competition, where rapid change, fierce competition and diversity have become the norm. With human resource as one of the most vital asset of production, Successful telecommunication companies generally recognize the crucial role of acquiring right workforce and retaining employees by motivating them if they hope to stay viable in telecommunication industry.
In order for employees to achieve their goals motivation is important in the enterprise to boost morale among employees. Motivated employees are consistently looking forward to improve their work performance, hence motivated employees are employees are consistently helping their companies to grow(Ali & Ahmed, 2009).since the motivated employees are enjoying their work, the outcome of the motivated workers will produce high level of productivity. This ensures lower level of absenteeism because they feel satisfied and reducing turnover rate. Since motivated employees are the most valuable asset of the organization, it is not an easy task for managers to retain highly motivated employees (Kreisman, 2002). Performance of employees can lead to prosperity or failure within the organization because employees are the human capital within the organization (Salleh et al., 2011).
The importance of motivating the employee and helping them to develop their talent in the respective skill to get maximum result is the highlight of modern trend in human research. The concept motivation as cited by Yalokwu (2006) is very important in any organization and motivation is not a behavior, it is an internal state which can’t be noticed directly but has an effect on employees’ behavior. Albeit, Mathis and Jackson (1982) assert that motivation is an urge operating on an individual will and galvanizing that person to take action.
Motivation is the process that registers for a person magnitude and continuous effort towards the achievement of goals. Motivation is the urge to take action in a certain manner. These inner conditions are wishes, desires and goals actuated to move in a specific direction. Motivation can also be seen as the general desire or willingness to do something. Motivation occurs as a result of conscious and unconscious factors such as intensity of the desire or need, incentive or reward value of the goal and expectations of the individual. These factors play a vital role to promote the individual towards the specific goal. Motivation is the important feature in any organization, to move workers towards the success of the organization. Motivation can’t be measured.
A careful examination of the literatures shows that the ability or inclination of organizations to ensure that its employees are motivated positively or satisfied is regarded as part of the vital successful strategies for enhancing organizational performance (e.g., Cronin, Brady and Hult, 2000; Olaru and Purchase, 2008). Albeit, it has become imperative for organization to understand that the motivation of its employees is an important strategy to enhance or ameliorate the achievement of its firm which is used as a guarantee for survival (Kim et al., 2004).
1.9    Statement of the Research Problem
As competition intensifies, companies are confronted with various threats and opportunities in an effort to increase their employee performance. The economic and social development of any nation is a function of its human resources (skilled, semi-skilled and unskilled). These human resources must be efficacious and yielding to compete auspiciously or pleasant in the global scene. Alao and Monisola (2011) debated that human resources can be yielding if they are sufficiently compensating or of value via diverse motivational techniques. Foe University TecnologiMARA Terengganu (UiTMT), employees job performance is very important where it will reflect the higher education performance. According to Sallehet all (2011). This is due to employee performance standard performance were designed by regime to quantify the achievement of the enterprise. This is acceptable to be “the backbone” of UiTMT with basic part of guaranteeing the UiTM approaches and projects are actualize successfully and effectively.
The person with high level motivation will succeed because the quality of workers is the most important influence on performance. Job performance level will deteriorate if the performance of employees drop, hence, in higher education sector, job performance becomes the major focus of administration and academicians (Salleh et al.2011). The question of what factors influence the performance of employees is the most crucial question facing most administrative in higher education sector including UiTMT.in line with this, there is insufficient empirical information that may control their endeavors in improving overall job performance among employees. The freedom of unionism in Nigeria has driven argument and immediate agreement of one form of reward or the other recently. However, Aminu (2010) opined that this compensation was mostly related with the costly living of employees rather than efficacious and quality service. The use of rewards has not been fully used in tertiary institutions and even the few tools being used have been misunderstood.
Recently, the effect of workers motivation on employee performance generated a heated debate. While some studies opined that the motivation of employees drives organizational performance others opined asserted that it does not drive organizational performance, Burney, A, (2008). In recent times, there has been has been significant report at national media about the employee unrest faced by couple of telecommunication companies in Bangladesh. Certainly the inability of some of the telecommunication companies to satisfy the demands of their employee is chiefly responsible for these unrest, therefore provoking grievance which in turn leads to unrest. Knowledge is failing esteeming the effect of rewards and motivation on productivity with particular aim on the workers of enterprise in Edo State. In addition, other papers have not been able to commend the skewness of reward and motivation of small scale organization workers, thus designing a rip that need to be covered by empirical analysis.
The main purpose of this research study is to establish viable and concrete information regarding the impact of employee motivation on customer satisfaction. The research will be able to identify the real benefits of employee motivation in enhancing customer satisfaction and ultimately the overall performance of the business. The assumptions and theories explaining the concept of employee motivation will also be reviewed.
1.10    Research Questions
i.    Does reward affects employees’ motivation?
ii.    What is the effect of job promotion on employees’ motivation?
iii.    What is the influence of training and development on employees’ motivation?
iv.    Does employees’ compensation affect employees’ motivation?
1.11    Objectives of the Study
This study bridge the existing gap in the literature by empirically investigating the impact of motivation on employee performance. More specifically, the study provided answers to the following research question
i.    To determine if reward affects employees’ motivation.
ii.    To carefully analyze the effect of job promotion on employees’ motivation.
iii.    To examine the influence of training and development on employees’ motivation
iv.    To examine the influence of employees’ compensation on employees’ motivation
1.12    Research Hypotheses
The research hypothesis to be tested in this study is stated in their null form below;
H1: There is no significant effect of reward on employees’ motivation.
H2: There is no significant effect of job promotion on employees’ motivation.
H3: There is no significant influence of training and development on employees’ motivation.
H4: There is no significant influence of employees’ compensation on employees’ motivation.
1.13    Scope of the Study
This study focuses on the effect of motivation on employees’ performance. In this research work, the area of study is Nigeria. The study covers employees in university of  Benin, Nigeria.
1.14    Significance of the Study
This research will be useful as it will serve as a road map in compensating and motivating its workers to increase the company’s achievement or success. In addition, workers will analyze this research usefulness as it stress out the areas that lies on their achievement. In addition, researchers who may wish to carryout similar research topic will find this research useful as it will serve as a guide in other literatures. Finally, the endorsement of this research will aid the government and other agencies towards ameliorating the socio-economic fate of the country.